Development

Mark De Stadler from Dale Carnegie discusses the main drivers of employee engagement. He discusses Dale Carnegie's research in this area, and the outcome which identified 3 key areas for employee engagement:

1. Relationship with immediate supervisor
2. Belief in senior leadership
3. Pride in the organisation

Mark discusses how the relationship with your immediate supervisor is the most influential on employee engagement, emphasising the importance of training and developing brilliant managers to encourage your employees. 

Paul Matthews discusses the biggest waste in the training industry as the way we spend the training budget, instead of investing it in people. He continues to look at why people ignore training, or lack thereof, and pass blame to avoid responsibility. The importance of seeing an ROI on learning and development is integral to the bottom line and organisations need to look at how to implement training as a programme, not an event.

Bio

In part 3 of the series, Paul Matthews discusses informal learning, which describes any learning that is not scheduled, planned or mandated. He looks at the importance of informal learning, by focusing on its impact on health and safety, and how it can be harnessed by learning and development (L&D) functions to ensure that employees are doing the right things with the right support. Paul considers how informal learning is integral to keeping an organisation running and provides some examples of how L&D functions can leverage informal learning to their advantage.